Podcasts about interview so

André Beier im Interview: So hinterlässt du als Führungskraft echten Eindruck! Wie du dich modern bewerben kannst. Heute sprechen wir mit André Beier, Gründer des wertebasierten Kandidatenportals Hidden Candidates. André ist seit über 30 Jahren Geschäftsführer und kennt sich bestens damit aus, wie Führungskräfte sich modern und innovativ bewerben können. Das Portal, das er betreibt, Weiter Lesen Der Beitrag Modern bewerben als Führungskraft: Darauf kommt es wirklich an erschien zuerst auf Seidirselbstbewusst.

Bild der Verwüstung: Drei Tote nach Explosion in Düsseldorf; Niederlande: Rechts-Regierung mit Folgen für die EU; Interview: So schützen Sie Ihre Kinder vor gefährlichen Spiele-Apps; Fußball-EM-Kader: Nagelsmann nominiert 27 Spieler - Hummels und Goretzka nicht dabei; Moderation: Julia Barth Von WDR 5.

Selten habe ich ein Interview SO genossen und aufgesogen wie dieses mit Astrologin und Tarot Expertin Verena Klindert. Denn wir sprechen über ein wunderschönes Ritual, das ich schon viele Jahre für mich selbst praktiziere und das meinen Grundstein für alles setzt, was ich im neuen Jahr erleben, schaffen, fühlen möchte. Du hast Lust und noch keinen Plan, wie du “das mit den Rauhnächten” machst? Dann ist das DEINE Podcastfolge. Viel Freude und Liebe Deine Yavi Links: inTEAM Circle: https://typed.de/inteam-circle inTEAM Coaching Circle: https://typed.de/inteam-coaching-circle Links Verena: Webseite: www.verenaklindert.de Rauhnächte Programm: https://www.verenaklindert.de/challenge-page/rauhn%C3%A4chte Rauhnächte Journal: https://www.amazon.de/-/en/Verena-Klindert/dp/3517303445/ref=sr_1_2?crid=3O0FFCY8GIJLR&keywords=verena+klindert&qid=1703004700&sprefix=verena+klinder%2Caps%2C170&sr=8-2 Tarot & Astrologie Podcast: www.patreon.com/verenaklindert Astrologiekerzen: www.avee.store Instagram: www.instagram.com/verenaklindert Facebook: www.facebook.com/verenaklindertoffiziell Werbung | Sponsor dieser Folge ist AG1 – ehemals “Athletic Greens“. Das neue AG1 ist im Kern gleich geblieben und nach wie vor ein praktisches und vielfältiges Getränk für deine Gesundheit zur Unterstützung deiner täglichen Nährstoffversorgung. Anders sind lediglich das moderne Design und der neue, prägnante Name. Mit 75 wertvollen Zutaten, unter anderem Vitamine, Mineralstoffe und Bakterienstämme, die einfach in eine gesunde Morgenroutine integriert werden, wird in diverse Kernbereiche deiner Gesundheit eingezahlt: Immunsystem (1), Energiehaushalt (2), Muskelerholung (3) und geistige Fitness (4). Als HörerIn meines Podcasts erhältst du zu deinem AG1 einen Jahresvorrat an Vitamin D3, 5 Travel Packs, eine Trinkflasche und eine schöne Keramikdose kostenlos dazu. Das Angebot findest du unter  drinkag1.com/mamamoves.

Alan Fredendall // #LeadershipThursday // www.ptonice.com  In today's episode of the PT on ICE Daily Show, ICE COO Alan Fredendall discusses the different avenues to find out if a potential hire is right for your clinic: screening the resume, conducting a series of interviews, and getting to know the person outside of work. In addition, he reinforces to listeners the importance of utilizing employment contracts. Take a listen to the podcast episode or read the full transcription below. If you're looking to learn more about courses designed to start your own practice, check out our Brick by Brick practice management course or our online physical therapy courses, check out our entire list of continuing education courses for physical therapy including our physical therapy certifications by checking out our website. Don't forget about all of our FREE eBooks, prebuilt workshops, free CEUs, and other physical therapy continuing education on our Resources tab. EPISODE TRANSCRIPTION 00:00 ALAN FREDENDALL Team, good morning. Welcome to the PT on ICE Daily Show. Happy Thursday morning. Hope your morning is off to a great start. My name is Alan. I'm happy to be your host today here on Leadership Thursday. We talk all things practice, management, and ownership. Leadership Thursday also means it is Gut Check Thursday. Gut Check Thursday this week is a workout called Gut Check. Kind of going back to our roots of a really kind of low skill, high work workout. We have four time, 180 calories on the fan bike, a one mile run, and then 100 bar facing burpees. So nothing complex here, just some good old fashioned grunt work. Each of those elements you're thinking is going to take you maybe 8 to 12 minutes and that you're going to get done maybe depending on your run speed, on your biking ability, on your ability to ignore the pain during the burpees. You might get done somewhere between 20 to 25 minutes. So that's a great workout to do in the garage, in the basement. Great workout in the clinic to scale and modify for patients. Very easy to modify the volume there, modify the movement, so on and so forth. So try Gut Check Thursday this week called Gut Check. Course is coming your way. I want to highlight our online courses. We have a bunch beginning related specifically to Leadership Thursday and Practice Management Brick by Brick. Our next cohort starts September 12th. That's next Tuesday with yours truly. All things related to getting your practice off the ground, all of the legal things you need to do to establish and incorporate your business, and then finishing talking a little bit of strategy depending on if you want to open a brick and mortar clinic, a mobile clinic, a dock in the box style clinic, whether you want to deal with insurance, be 100% cash, or maybe meet in the middle with a hybrid practice. Whatever your goals are for starting your practice, that is the course for you. Eight weeks online. That starts September 12th. Other online courses starting next week, Clinical Management Fitness Athlete Essential Foundations begins Monday, September 11th. Myself, Mitch Babcock, Guillermo Contreras, and Kelly Benfey. All things related to helping the recreational fitness athlete, the crossfitter, the boot camper, the orange theorist, the powerlifter, Olympic weightlifter, you name it. That class is for you. Clinical Management Fitness Athlete Advanced Concepts, the level two course of Clinical Management Fitness Athlete. That cohort begins September 17th. You need to have taken Essential Foundations first. That course is taught only twice a year, spring and fall, and it has two seats left. So if you've been thinking about rounding out your Clinical Management Fitness Athlete certification, you'll want to jump in that class this fall. Otherwise, you'll need to wait until the spring. Other online courses, Rehab of the Injured Runner online. That also begins September 12th. Modern Management Older Adult Essential Foundations kicks back off October 11th, and then Persistent Pain Management begins again October 31st. So today we're kind of building on last week's topic. If you were here last week, you know that we talked about really being intelligent and diligent and intentional about growing and scaling your practice, about how to add new practitioners to your practice, about how to do it the right way in a way that facilitates long-term growth, but also quality of the product that you're offering. So go back and listen to last week's episode if you have not yet. We used the example of McDonald's, of how they've grown and scaled to be one of the largest, most successful businesses in the world in all of history, and how they've done that. They've done that by having that shared foundation of training and a common belief system in all of their leadership and ownership to help maintain that company culture as they grow. Today we're going to build on that. As I said, we're going to talk about how to find that person. We talked about how McDonald's has Hamburg University, but how can you, maybe is the individual practitioner right now, solo practitioner, how can you find practitioner number two? How can you find maybe practitioner number one for location number two, so on and so forth. 04:15 FILTERING CANDIDATES So we're going to talk about the different ways that you can really get to know somebody, and then we're going to talk about something that's really undervalued and not really discussed in physical therapy at all. The legalese of bringing somebody on board, of getting everything that you are promising them, everything that maybe if you're on the other side of the table, everything you're looking for in a position that you get that stuff in writing. You get it written down, everything that you are offering, everything that you are wanting to see out of the position, get that stuff in writing. So let's start first about talking, what are the three avenues where we can get to know somebody better? They are the resume, very familiar with resumes, they are the interview, most of us are very familiar with at least participating interviews, maybe not conducting interviews, and some other maybe non-traditional ways to get to know somebody else. So the thing to understand about finding that next practitioner, about maintaining that clinical culture, that standard of quality and excellence that you want to maintain, is that you can teach some of the stuff, but some of the stuff that's really important to be a physical therapist unfortunately cannot be taught. If I can teach anybody a clinical reasoning algorithm to rule in or rule out the lumbar spine if somebody comes in with low back pain, or comes in with maybe what we're suspecting to be, radicular type pain. I can teach the clinical reasoning to help that person find out if it's actually that patient's low back or if it's something else. I can teach somebody manual therapy skills, I can teach somebody spinal manipulation, I can teach somebody dry needling, I can teach somebody exercises, go-to exercises for different conditions, I can teach them about dosing for tendinopathy, I can teach them a lot of different things related to clinical practice, but what I cannot teach anybody is how to be a nice person, an interesting person, or a hard-working person. So we talk about these three different avenues of filtering people in and out of kind of sitting in what we might think of as a potential pool of candidates for a position. How do we find that stuff out? Because that's ultimately some of the most important stuff and it's stuff that you cannot teach somebody to do and you cannot make somebody good at. They have to kind of come on board with it naturally or at least show a passion at getting better in those areas. 08:30 THE RESUME So the first way we're probably familiar with is the resume. If you have not gotten to this point yet in your clinic ownership or business ownership career, you will eventually, where you receive pretty much an endless stream of usually unsolicited resumes, of they come via fax, they come via email, sometimes they come via email and there's no message, it's just an attached resume. Sometimes people give you a long story about why they think they're the perfect fit and why you should hire them and they are a little bit forceful and they say things like, let me know when I can start. Sometimes they come in person and they drop a resume off. So we talk about a resume, you as the person evaluating a resume, what should you be really looking for? And when I look at a resume, I really just think it is a box check to get to the next step, which would be the interview of when someone gives me a resume, if I have an open position and I want to look at it, what am I looking for? I'm really looking to see is this person a licensed physical therapist because sometimes they're not and that's really important to be a physical therapist that you have successfully finished school and passed the board exam and you have a license. And then the only other thing I really care about on the resume is previous work experience besides school. My question in my brain is has this person done anything remarkable other than go to school for 25 to 30 years? Because when you look at a lot of resumes, when you evaluate new graduates who are coming out of school, what you'll find is that not everyone has experience besides going to school. And yes, I don't want to poo poo getting a doctor of physical therapy degree. Yes, work went into that. Yes, it is an advanced education. It is a remarkable achievement for that individual, but across our profession, it is not. Most of us are DPTs or we're working on our DPT or a transitional DPT. It is now the entry level of education for our profession. So just having that doesn't make somebody stand out. I'm saying, okay, this person has their DPT and their license, but what else? When I think about other things in life, hey, if you can run 10 miles in 90 minutes, that's kind of fast. You're faster than people who can't run that far, run that fast, but it's not that impressive to people who can run faster and or further, right? It's a remarkable achievement for you in the moment, but overall not remarkable. And that's how I look at the long list of education that you might see on someone's resume. Of the question in my mind is, does this person have experience outside of just going to school that would translate into being a good physical therapist? And again, those are the elements we're looking for. Is this person a nice person? Is this person interesting and are they hardworking? So when I see resume experience that maybe somebody worked in the restaurant industry or they worked in a retail position, I know, well, this person probably knows how to wake up to an alarm clock and be to work on time. I know they probably have some experience working with human beings, which is a very important part of being a physical therapist. And they're probably used to working relatively hard. So I learned a lot by looking at somebody's job experience on the resume. So that's my first filter of what else has this person done besides go to school to be a physical therapist. And in some cases, the answer is nothing. They have gone to high school, to undergraduate and to graduate school. And that's it. And that's okay. But that's not the person that I want to bring into my business. Again, the idea of having that shared foundation of training, having that common belief system of having things that I can't teach on board already. That's really going to facilitate that person getting into a good position in the business that I'm operating. 10:14 THE INTERVIEW So that resume is just a filter for the next step, which is the interview. In the interview, I'm really trying to figure out where does this person lie with their passions and do those passions and interests line up with a position I currently have or that maybe I'm looking to provide, right? Is this person really passionate about vestibular physical therapy? That's fantastic because we don't have a vestibular physical therapist. That is an entirely new demographic of patients that we could attract and treat here at the clinic. If somebody had experience in it, maybe clinical experience in school, but also had a passion for that area. A lot of people in an interview, interviews tend to be very redundant and basically just a, a live action version of a resume of explaining what has been done. We often hear things like, I'm really passionate about physical therapy, just like a resume. Cool. You've gone to physical therapy school. What else you're passionate about physical therapy. Okay. Tell me more, right? I think many, many years ago, when I came to Jeff Moore, the CEO here at ice, when it was just the Jeff Moore road show, ice was just Jeff Moore and had taken a couple of his courses. I had not received my certificates, which I needed for school to prove I had taken the credits. And I said, Hey, I need those certificates. And he told me how long it takes. And I said, Hey, tell me your process. And his process was, as you can imagine, terrible. If you know, Jeff, not very logistically minded. And what I came to him with was a better process about a passion for logistics, about a passion of creating a system that streamlines things like issuing CU certificates. So that's kind of the same passion we're looking for in that interview. Does this person already have an idea in their mind of what they want to do? Do they want to run older adult, small group fitness classes? Do they want to treat vestibular or concussion type style presentations with their patients? That is something that in your mind, you're thinking, Ooh, that's something we don't offer, but I would love to offer. And finding more about that person's passions kind of again, checks another box of resume. Yes. Got them to an interview, interview, interesting person. It's obviously hard to learn everything you can about a person in a 30 minute or 60 minute job interview, even across maybe multiple interviews. But you're looking to uncover where does that person's passions lie? And is that something that can be put to use here at my clinic? And something that's almost never discussed in an interview is what is that person's longterm plans? I don't need to know where you see yourself in 20 years or 50 years, but I do need to know if you're planning to move out of state in a year, right? Because that's probably going to affect my decision to hire you. I'm looking to bring longterm people on board. I'm looking to train them, help them become a better clinician, but also give them a really stable, a well-paying job that really offers a lot of benefits as far as schedule flexibility and treatment, kind of freedom and how they want to almost run their own practice within a practice. So if somebody says, well, I'm thinking about moving to Colorado in six months, then again, that's in my check, check box in my head as I'm going through it thinking, well, that's probably not going to work out just as we kind of train you and bring you on board, you're going to be leaving. So that doesn't really work out. So don't forget to really kind of dig deeper of what are your longterm plans of if you see yourself settling down and having a bunch of kids and maybe leaving the workforce altogether, that's okay. But when is that again? Is that three months from now? If so, that's probably going to affect my hiring decision versus somebody who says, I do want to have a family, but I'm 24 or I'm 25 and that's maybe five to 10 years away. Okay. We can cross that bridge when we get to it. Again, that's a box check in my head. 14:52 EVALUATING SWEAT EQUITY So the resume builds, get somebody to interview, interview, get some more boxes checked, maybe, or maybe it doesn't. But what else? How do you really start to learn those things about a person? We've talked here before on the podcast of watching that person practice in your clinic. That's great to do. If you're hiring somebody that's maybe currently or previously was a student, you can certainly go watch somebody practice. It's really kind of hard and awkward to have somebody come to your clinic and treat your patients while you watch them to get an idea. But there are other ways we can look at those characteristics of a person and get a good idea of is this person a nice person? Is this person an interesting person? And is this person a hard working person? And that's to get outside of the clinic entirely of, hey, come to my gym. Let's work out a couple of times. I can learn a lot about a person outside of the clinic. I can learn, are they punctual? If I say, hey, come to CrossFit class at 8 a.m. or meet me at 6 a.m. for a run, are they punctual? Are they reliable? Are they showing up late? Are they showing up not at all? Are they snoozing that alarm? How do they handle stress? If CrossFit is brand new to them or running is brand new to them or whatever you're doing is brand new to them, how do they handle that stress? Is that the person that trips on a couple of dumbbells and throws their jump rope out into the parking lot? Or is that a person who goes, hey, they're not in the cards today and just scales to single unders and keeps working out? How does that person handle pressure and stress? And ultimately what we're learning when we kind of use sweat equity as an interview is how is that person with being coachable and open-minded of are they open to feedback on improving their performance in the gym, running, rock climbing, whatever you all decide to go and do together, are they open or do they believe they've already learned everything and they have mastered it and they can't be taught anything? Because that is a red flag for somebody, right? Of somebody who shows up late to the whiteboard because they think they already know how to do CrossFit really well and they think they have nothing to learn from the coach. They don't listen to any sort of coaching. Those are all kind of red flags for you of if this is how this person behaves outside of the clinic, how is this person going to behave at my clinic? Are they going to be late to treat patients? Are they going to be somebody that calls in a lot? Are they somebody who believes they can't get better as far as the clinical practice goes? If their clinical reasoning is already at an expert level and they have nothing to learn? Those are all red flags for you of maybe this is not the right person for my job. This person does not seem to have our shared foundation of training and our common belief system. 18:36 GET IT IN WRITING So moving through those three avenues, resume, interview, sweat equity call it. What if then you fall upon somebody you think this is the person that I want to hire for this position? What should you do? You should always, always, always get everything in writing of you can be the best friends with somebody. You can have known them since you were kids. It can be your brother-in-law or your sister-in-law. It doesn't matter of when we're talking about dealing with professional employment, we should have employment agreements on board. We have these here at ICE with all of the faculty who teach for us. They don't have to be this complex 50 page document. It just needs to lay out what we're offering and what we are expecting for essentially work in return. And all that stuff, no matter how small, should be listed out. Obviously pay should be described of how a person is going to be paid. Things like time off should be described. Things like payment for continued education benefits or health benefits. Anything you can possibly think of that you are giving in exchange for work should be written down. Anything that person is wanting to receive in place for their work should also be written down in that agreement. And these things do not have to be set in stone. You can set a three month, a six month, a one year, a three year expiration agreement on these agreements. You're not forcing somebody into chains, but you should have that stuff in writing. I will tell you as Jeff and I sit at the head of ICE over the years, what we see not daily, but definitely weekly are really unfortunate emails from you all who follow us at ICE, who take our courses of, Hey, I was promised this, but then this happened. I was promised X, but because Y happened, now I'm stuck with Z. And it all comes down to the question we always ask of is that in writing somewhere? And universally the answer is no, it was promised verbally. It was promised in passing. It was promised maybe at a meeting or maybe at my first job interview five years ago, eight years ago, 10 years ago. And I kind of just expected that that person would keep their word. And certainly things change with the economy or whatever excuse we want to use on the employer side, but at the end of the day, it's not in writing, which means it doesn't really count. Right. And so getting stuff in writing, it doesn't matter how you're going to be paid. If you're going to be a W-2 employee, a 1099 contractor, it doesn't matter. Get all that stuff in writing, get time off in writing, get benefits in writing, get scheduled pay increases. If you agree upon those in writing, this is just another friendly reminder that if you don't get a pay raise that matches or beats inflation every year, you have taken a pay cut. And if you don't have that in writing, you probably didn't get it. Right. So having all that stuff in writing, when you're accepting a new position, putting it in writing, when you're bringing somebody on board is later on going to save a lot of time, money, hardship, bad feelings by having that stuff in writing. And if everything related to what's expected at the job, productivity, you clean your own room, somebody cleans your room for you when you're done, whatever, no thing too small can go in that employment agreement. And once you've both read it, reviewed it and agree, sign it. And that's how you bring that person on board. We have all been in that position where maybe we were told, Hey, it's one-on-one for an hour. And maybe it became, Hey, could you see a double book this hour? And one patient per hour became two, two became four. And all of a sudden you find yourself, how am I seeing 20 or 30 patients a day? And you go back and none of that was in writing, right? It was all verbally promised in your initial interview or your onboarding training. And none of it was in writing. And ultimately at the end of the day, there's not much that can be done. So whether you're hiring, whether you're being hired, get all of that in writing. And that should be a red flag to you on either side of the table. If one party to the other does not want to put anything hard and fast into writing, that should be a big red flag in your mind that you push the chair back and you step away from that table. That should already be enough of a red flag that you shouldn't even consider bringing that person on board or being brought on board if you're the person being hired. So get it in writing, find those people, figure out that we have a shared foundation of training, a common belief system, use a filtering system of resume into interview, into maybe sweat equity interview to filter those people out, really ensure that they are the fit of the person that you see working for you at your clinic. And then get as much of that stuff in writing as you can get done. So I hope this little mini-series was helpful. Again, if you have not listened to last week's episode, listen to that one, get some context, and then maybe revisit this one. If you're going to be on a live course this weekend, I hope you have a fantastic time. We hope to see you in our online courses starting next week. Other than that, have a great Thursday, have a great weekend. Bye everybody. 20:35 OUTRO Hey, thanks for tuning in to the PT on ICE Daily Show. If you enjoyed this content, head on over to iTunes and leave us a review and be sure to check us out on Facebook and Instagram at the Institute of Clinical Excellence. If you're interested in getting plugged into more ICE content on a weekly basis while earning CUs from home, check out our virtual ICE online mentorship program at ptonice.com. While you're there, sign up for our Hump Day Hustling newsletter for a free email every Wednesday morning with our top five research articles and social media posts that we think are worth reading. Head over to ptonice.com and scroll to the bottom of the page to sign up.  

Die Macher der ARD-Doku ‘Heavy Metal Saved My Life' im Interview + So beknackt war das Ozzfest mit Lemmy Kilmister/Motörhead und Ozzy Osbourne im Metaverse + Neue Alben von Candlemass, Disturbed, Judicator und Karg

Top 3 Things Gamers Need To Hear This Week – the RELEASE edition! 1. Far Cry 5 – we wrap the reviews from a heap of websites plus put a call into a Game On AUS community member for his thoughts! 2. Commodore 64 mini – initial impressions now that we have it 3. Ready Player One – Dan saw the movie… and why you need to aswell.. The favourite Easter Eggs in games from the Game On AUS community INTERVIEW: So pumped to be joined by the GAME BOYS (facebook.com/gameboyscomedy), their show WIDE WORLD OF ESPORTS appears at the Melbourne International Comedy Festival in April, they join us to talk about the show. I've Got You In My Sights: Pete takes aim at the Adelaide Crows. Check out all of GOA shows.

Top 3 Things Gamers Need To Hear This Week – the RELEASE edition! 1. Far Cry 5 – we wrap the reviews from a heap of websites plus put a call into a Game On AUS community member for his thoughts! 2. Commodore 64 mini – initial impressions now that we have it 3. Ready Player One – Dan saw the movie… and why you need to aswell.. The favourite Easter Eggs in games from the Game On AUS community INTERVIEW: So pumped to be joined by the GAME BOYS (facebook.com/gameboyscomedy), their show WIDE WORLD OF ESPORTS appears at the Melbourne International Comedy Festival in April, they join us to talk about the show. I've Got You In My Sights: Pete takes aim at the Adelaide Crows. Check out all of GOA shows.

INTERVIEW: So what does Sex Ed in 2022 look like? This week I'm excited to introduce Mariah Caudillo to Bedside as we talk all about the topic of sex education. More specifically, the current climate of teaching sex ed to teens in mostly digital spaces. Mariah is a certified comprehensive and inclusive sex educator who teaches sex ed in California. On this episode Mariah shares with Bedside what sex ed curriculum looks like, the state of sex ed across the US, and how she is helping to facilitate more contemporary conversation to sex as we know it. Let's get into the episode! We also cover:sex ed going digital remote learninganonymous sex ed questionscreating safe spaceshow to have trusted dialogporn literacytips on advice on being sexually empoweredMentioned Resources:Scarleteen.comhttps://www.teensource.org/Why We Should Talk About Sex Like Pizza with Al VernacchioConnect with Bedside:IG: @thebedsideTiktok: @bythebedside www.thebedside.coConnect with Mariah:IG: @sexedfilesTiktok: @sexedfiles

Interview So often we manage our time the way we've been taught to, structured and full. In western culture doing more is valued and pushing to hustle and work is encouraged. In this episode, we dive into the hustle culture, where it comes from, and how to begin to do life at a different speed. Using Human Design and the qualities of our charts we talk about different ways to optimize our energies based on type. We talk about the two very big differences between an energetic being vs. a non-energetic being and how creating a schedule in alignment with each is quite different. We also chat about emotional beings vs. non-emotional beings and what that means in terms of scheduling suggestions and self-care rituals. Keep in mind there is no good or bad, these are just pieces of knowledge about our energy we can begin to try on to see if it creates more ease in your life. I share about how to begin to shift your inner narrative around time management. Upgrading your frequency as energy management as your energy is a currency just like we consider time as. We have held such a structured way around how we exchange time for money and have these specifics programmed deep down into our core. We talk about programming in this episode and we break down how to begin to notice where you may be boxing your energy in rather than being fully expressed and in your natural essence. We also talk about Feminine and masculine energies Not-self theme by each energy type (Human Design) Aligning your year with your energy In Power scheduling techniques The energy of gratitude and its importance in your regular rituals Inner child healing   Connect with Erin  REGISTER | The Pleasure Paradigm Crystal Clear | 1:1 Session Episode | Human Design and Trusting your Uniqueness Instagram www.erinchiarelli.com In Power Mailing List

(Interview) So excited to bring you this interview with Toni Marinucci. She is a Registered Dietitian,", TedX speaker, Author of "Once Upon a Diet and an incredible human being . We dive into her new book. how dating and dieting are so similar, and ways you can be happy any healthy without a scale or a relationship status.Where you can find Toniwww.instagram.com/tips_with_toniWhere you can buy "Once Upon A Diet"Ready to take back control of your health, your happiness and reach your goals for life?Heck Yes, Let's work together!Want to be part of the community?Follow along and connect with me on Instagram!

Blockiere dir Zeit für dich und tue einfach mal nichts - Vincent Masuck von Erfolgshunger im Interview So soll man erfolgreich werden? Mehr Reichweite aufbauen und verkaufen? Früher verdiente Vincent sich seinen Lebensunterhalt mit professionellem Online Pokern und heute ist er glücklicher Familienvater und unterstützt andere Unternehmer beim Aufbau ihrer Reichweite. https://www.instagram.com/erfolgshunger/ Hier findest du Vincent auf Instagram     So funktioniert das 5 x 5 Raster - damit fehlt es dir nie wieder an Content für deine Interessenten https://youtu.be/s55DbgGY1ck Wie versprochen findest du hier den Link für dein Selbstliebe Geschenk. Bitte unbedingt mit Kopfhörern lauschen. Dann erzielst du ein optimales Ergebnis. Gutscheincode: liebe2021 http://bit.ly/Podcast-Selbstliebe-Geschenk Und die Infos für fokussierte unbändige Willenskraft: http://bit.ly/Podcast-Willenskraft-entfesseln   Hat dir die Episode gefallen?  Dann teile sie gerne mit deinen Lieben und allen Menschen für die, dieses Informationen auch hilfreich und weiterführend  sein können. Danke für deine Rezension hier auf iTunes Willst du mehr erfahren, was dich in deiner Entwicklung weiterbringt und dich unterstützt bei der Lösung deiner Probleme? Dann schau gerne auf unsere DM Harmonics Webseite. Du findest uns auch auf natürlich auch auf Social Media Instagram   &  YouTube  &  Facebook Community Willenskraft   Gerne sind wir bei Fragen für dich da! Wir freuen uns über deine Kontaktaufnahme über podcast@dm-harmonics.com     Kerstin Mais & Andreas Bernknecht

Impfstoff-Wechsel könnte Vorteile bringen; Kronkorken - So öffnest Du garantiert jede Bierflasche; So fallen Doktorarbeits-Plagiate auf; Blitzer-Warnungen: Hilfe für Raser?; So geht es unseren Gartenvögeln; Energieagentur: Wie werden wir klimaneutral?; Wie die Pandemie unseren Alkohol-Konsum verändert; "Alexa, erkennst Du Corona?"; Interview: So könnte die Landwirtschaft grüner werden; Wie wir Fische beim Schlafen stören; Moderation: Martin Winkelheide.

Jacob and Eddie headed to Marlboro, MA to interview the founder of Flying Dreams Brewing.   Interview: So on your website’s section “our story” it's basically just Dave Richardsons story…So what are your stories? Says here that Dave has won 35 awards. Does the website get updated every time a new award is won? Can you name all 35 awards? What’s the story behind the name? 2 locations: Worcester and Marlborough, MA. Looks like beer is brewed in Worcester and the taproom in Marboro. What’s the story with the two locations? *potential follow-up: Wormtown used to brew at the Worcester location How did the relationship with Wormtown Brewing begin? Are there any collabs with Wormtown? How have you guys dealt with the new normals amidst this pandemic? What’s your thoughts on the hard seltzer trend? Do you remember drinking your first craft beer? What was the first beer you brewed? What’s your favorite style of beer? What beer do you enjoy brewing the most? *If there was a beer you could brew with no regards to cost, production, or sales, what would it be and why? On collaborations, which brewery was the most fun to brew with? What beer was it? I may be retarded, but how do you pronounce “SYZYGY”? Why? Any shout out to any upcoming future brews It’s been over a year since the news section has been updated? What gives? Nothing going on over here? Yes, this interview is mostly based off your website and whatever google searches we pulled up. Name Style ABV Ratings Avg Dr. Equahtic #5 DIPA IPA - Imperial 9.1 3 4.52 Boroweizen Wheat Beer - Hefeweizen 5.2 2 4.44 Cream Ale Cream Ale 5.2 1 4.38 Eccentrica DIPA IPA - Imperial 8.9 1 4.37 Syzygy IPA - Belgian 6.9 4 4.33 Topics/Segments:   Game - Know your neighbor (local brewery beers, name the brewery)   War Castle (Redemption Rock) Shook Ones (Greater Good) Becky Likes The Smell (Bay State Brewing) Buddha’s Juice (Wormtown) Mass Soul (Wachusett) Hoppy Buffalo, DIPA (Milk Room Brewing, Rutland MA) Mass Hole (Wormtown) Famous Celebrities, Are they Marlboro or Worcester Bill Simmons (Marlboro) Jordan Knight (Worcester) Daniel B Wesson (Worcester) Aaron Dulbac (Marlboro - Converge and Bane) Carmella (Worcester - WWE) Marcia Cross (Marlboro - desperate housewives) Dennis Leary (Worcester)   LPT from Reddit: (updated 10/1/20)   When wearing a tie on a windy day, slip a coin down the inside of the hem to keep the tie from blowing around. When you sign up for anything online, put the website’s name as your middle name. That way when you receive spam/advert emails, you will know who sold your info.   Bad Yelp Review - Redemption:   Steven B. - Boston, MA (Worcester location) A very small, cozy brewery located next to a restaurant. I recommend the tasting as you will get to keep your sample glass. The samples you get to try will vary from day to day depending on which beers are on tap.   Concession IPA- Bitter and hoppy. Unfortunately, I did not find this IPA terribly appealing.   Double bock--Caramel and whiskey. Like a barley wine. Nice smooth finish.  This was the highlight of the tasting.   Cafe session stout--thinner consistency than most stouts. Distinct Coffee complexity. Reminds me of cold brew. It's a refreshing stout.   Double Mando DIPA--Strong hoppy flavor with a nice bitterness that lingers in the tongue. Pine note. Thin consistency. Decent DIPA.   Park Ave porter--a little malty but not much. But, I found the flavor dull and watery. Satisfactory, but not much going on here.   Like most breweries, the brews can be hit or miss. Double Bock alone is worth a visit. Flying Dreams gets a recommendation. came here by accident, meant to go to the Worcester location. I personally was on the hunt for their sour beers but none were on tap so I asked for water while my boyfriend got drinks. There were 4 of us in total here and the girl never came back with my water or to check in on my boyfriend. He finally put his empty glass very obviously forward so he could get another beer and she came. I asked for water again and never got it. I get its a brewery and perhaps I annoyed her by not drinking l, but blatantly ignoring 50% of your customers sucks. it's also in an odd space with lawyers offices. Casey L. - Quincy, MA (Marlborough location)  

How to Crush an Interview So instead of telling you, I am just going to show you. All of the tips are below in the email, but the canvas I’m using is a recent interview I did with Mark Patteson. (Hint: if you don’t know Mark, he’s a former NFL Player who has climbed 6 of the 7 highest peaks in the world (Everest is next). He’s also the SVP at Sports Illustrated.)  

Mit Ralph van den Berg: Unternehmer | www.swissanimate.ch | Sein linker Haken ist weltberühmt: Der junge Zuger kämpfte sich über 10 Jahre lang an die Spitze der weltweiten Kickbox-Szene. Die ganze Schweiz verfolgte seine Suche nach der grossen Liebe als "Bachelor" am TV. Heute ist der 1,97 Meter-Kämpfer Mitinhaber vom Crossfit-Center in Zug. Im 1A Schweizer Unternehmer Podcast spricht Janosch über sein Weg vom Profisportler zum Unternehmer und Bachelor. Wir sprechen über Social Media und Werbedeals. Stichworte zum spannenden Interview: So ist das Leben als Kickbox Profi Um Selbständig zu sein musst du Taff sein So gewinne ich neue Kunden mit Instagram, Events und als Bachelor Nach dem Bachelor hat sich mein Leben extrem verändert Influencer sein ist sehr viel Arbeit Viel Spass mit dieser Podcast Folge. LINKS

Das große Interview: So tickt der Monolog-Macher wirklich! Diese Folge solltest du unbedingt im Video schauen: https://youtu.be/OKVzccOuDz4

INTERVIEW- So many people struggle with the fear of losing everything, including loved ones, and their own personal lives. This is their daily struggles, while some others have learned how to overcome all that's mentioned above. Today we have a Special Guest with us, to help shed some light on how he overcame these issues like depression, social isolation, and more. Special Guest: https://www.facebook.com/chopz.chopz.33 Find me @jahfreach EVERYWHERE SNAPCHAT: @jahfreach1 INSTAGRAM: https://www.instagram.com/jahfreach/?... FACEBOOK: https://www.facebook.com/jahfreach/ TWITTER: https://twitter.com/reachjahf?lang=en MY PODCAST: https://itunes.apple.com/ca/podcast/o... - today’s episode is sponsored by Hair We Care, they’re focus on giving you healthy and professional tips for natural hair and dreads, or dreadlocks. You can find them by going to YouTube and searching Hair we Care, use the hash tag Hair We Care/ https://www.youtube.com/channel/UC3wo... Song: by Jahf Reach “Unheard Voices” https://youtu.be/6huRh27Vx1U We Got some wonderful feedback and comments, we are deeply moved by these and they help encourage us to keep doing this for you, and about you. If you have any comments, feedback, or something to add in regard to this topic today, please send us an email to jahfreach@gmail.com On behalf of The Jahf Reach Show: Thank you so much for being a loyal listener and part of the city of jahf reach today, we appreciate it. Please remember to find us @ JAHF REACH Google, YouTube, Instagram, Twitter, SnapChat, Stitcher, Soundcloud, GooglePlay, Itunes, Facebook, Whatsapp, & All that. COMMENT SHARE LIKE & SUBSCRIBE! Remember, don’t keep the message to yourself; please share it with someone else. Until the next one, it’s JAHF REACH, not Jahf Come, SALUTE CABAH! #depression #soundmind #selfmotivation #cabah

If you’ve been thinking about starting a business, and are keen to get a behind-the-scenes look of where an established business began (along with avoiding some big mistakes along the way), then I’m excited to share the So You Want to Start a Business podcast with you.A few weeks ago, I was lucky enough to be […] The post Interview: So you want to start a business appeared first on Grammar Factory Publishing.

Dr. Bass and I discuss transformational leadership, Sport Employee Idenfitication (SEI) and key traits in successful young professionals.   Bio: Today we're going to get a little academic. Our guest is the Associate Chair and Sport Management Program Director and an Assistant Professor in the Health, Sport, and Exercise Sciences department at the University of Kansas, Jordan Bass. Dr. Bass has published in a number of academic journals, and focuses his research on organizational behavior of athletic programs, athletics place in a higher education setting, and social issues in intercollegiate athletics. Dr. Bass is an athlete himself and is a former college tennis player, and I'm excited to bring him on the show today. Interview: So how much tennis do you get to play these days? Serves as faculty mentor for women's tennis team, so still get to be around it Talking up college tennis as a spectator sport You can cheer in the Big XII, so it's fun to be a fan Team atmosphere – momentum across courts where all six singles matches are going on at the same time As a spectator, you get really close to the action Tell us a bit about how you see the sports management field. There seems to have been an explosion of sports management programs in the last 15 years, and I'm curious: what is the state of things? Very eastern and southern program (not much west) It's a popular program so expect to see continued growth More niche programs/sub-disciplines coming online (sales; branding; college v. pro) Job market? Are we setting up students for failure? Not any more competitive than any other field More and more jobs popping up as communities see the value (e.g. minor league sports; parks and rec; etc.) The broad based program is not the best way to serve the students Key is not to limit yourself to pro sports or D1 college sports; there are plenty of opportunities Does it really matter if you get a Sport Management degree v. standard business/MBA? So much uniqueness about working in sports (ex. your product is created and consumed at the same time) Passion of the fans different from consumers of standard products Skills are transferable out of sports too Housed in business schools, kinesiology, education? This needs to be figured out Natural because many of these programs were birthed out of physical education James Naismith and Phog Allen were the first two directors at KU Students shouldn't worry too much about this; just make sure the faculty in the program are working in the areas you're interested in What traits to the successful students you have had possess that our audience can learn from? Be able to talk to anyone; be adaptable; there are a lot of stakeholders Be able to communicate your skills/experiences to employers Soft skills are critical I want to let you teach us a bit out of one of your recent publications. You wrote an article in 2014 titled Conceptualizing employee identification with sport organizations: Sport Employee Identification (SEI) (LINK TO FULL ARTICLE) First of all give us the broad overview of this paper, and what you were looking at. Wrote this with Brent Oja and Brian Gordon Typical organizational behavior wasn't representative in sport organizations Debate over whether to include your love/passion for sports in cover letters – strong opinions on each side Look at how employees identify with their sport employers; specifically middle management (Directors, Assistant Ads, etc.) You mention three (what you call) antecedents (i.e. factors) that impact sport employee identification, individual, organizational and leadership. Let's focus on the leadership antecedent. Individual How long there; Fit with organization Relationships with other employees General sport interests Organizational What about the organization? Successful? Prestigious? Known? Leadership Charisma, intellectual stimulation, etc. What is transformational leadership, and how can we obtain or exercise it? Lead through getting everyone to buy in to your vision Not top-down We're all at the same level and I will guide you in a direction As opposed to transactional leadership (e.g. do this and you get a raise) Ex. When grad students were on a different floor than the faculty, led to more transactional; then they moved the students into the faculty suite and transformational leadership was the result because they could see the vision and interact more (Daniel gift to the audience: Text the word STAR to 444999) What are the four dimensions of transformational leadership and what is their impact on organizations? Charisma – having the vision and sense of mission you can instill in others; get others to follow you Inspiration – communicate and instill high expectations in others Intellectual stimulation – match tasks and projects with what makes people excited Individual consideration – treat people with respect/care Easy example: how you sign your emails (salutation v. none) Talk about Gary and Max's leadership styles and the impact on their teams. Two competing leaders: Gary – transactional; no relationship Max – transformational; made people feel important Example Max worked for Gary. During an evaluation meeting he went to all eight employees and said something they did extra as a way to show he had their back. What was your ultimate conclusion, and what can we as leaders learn about how to connect our people to the organization, its mission and its values? Sport employees are attracted to the industry because of the competition involved This has implications for leaders in the industry; if you know that's what motivates them, how do we use that information? Also like the visual/public competition (i.e. Texas instead of Dell) They like being a “we” when the team wins; feel a part of what's happening Where can people go to learn more about you and the sport management programs offered at the University of Kansas? American Sport Research Center (ASRC) on Facebook: HSES.KU.edu @JordanRBass on Twitter jrbass@ku.edu Thank Yous/Acknowledgements: Antioch Live/Clear Day Media Group – music More here. Jonathan Davis – production Clint Musslewhite – voice over   

Ryan and I talk Miles Simon, Lute Olson, duties NOT assigned and Tahiti.   **Before we get to the episode, congratulations to Jenny Laisle, winner of our book giveaway - Great Teams: 16 Things High Performing Organizations Do Differently by Don Yaeger.  Jenny was randomly drawn from all of you who left an iTunes rating/review!  Thanks to all of you!**   Bio: Ryan Hansen is a president/COO of Bon Voyage Travel, a radio basketball analyst for the University of Arizona, and was a member of the Arizona basketball staff which won the national title in 1997. Interview: So before we go any further why don't you take a few minutes and take our audience into your journey for a bit. Out of high school, realized pro athlete wasn't going to happen, but wanted to stay connected to sports Became a student manager for men's basketball Then Dir. Of Operations Then Associate AD Worked for Lute Olsen and then with Sean Miller Great training ground for learning to do things the right way Business mentor then gave Ryan the chance to manage a travel agency Looked at the group of people around him and asked who he would like to spend time with and become more like as he grows Friendship developed from talking Arizona hoops to business Find common ground; make personal connection; then grow understanding of each other Then he handpicked Ryan for the opportunity I want to ask you first about Arizona basketball in the mid/late 90s. Tell us about coach Lute Olsen and what you learned from him in terms of leadership? Best teacher Ryan has ever been around Going into a season in Nov/Dec; not a more prepared team than Arizona Stick to fundamentals; practice and drill them; don't forget them after you're into the season 40th day of practice still doing passing and ball handling drills Preaching these over and over Three big things Great preparation Surround yourself with great people Do the right thing the first time, because you'll have to do the right thing eventually! How about from the players on the championship team? Who were the leaders and how were they able to be effective? 1993-2011 is when Ryan was close to the program Three Final Fours and one national title The best leader of all was Miles Simon Wanted to win everything, and he did 3 on 3 drill in November Summer pickup game Scout team leader Rally people around you Inspire them to be better than they are Leadership styles (figurative not literal) Use fear to drive people to kill for you Inspire people who would die for you This was Miles Mike Bibby was the best player, not Miles Miles didn't lead the team in scoring (Michael Dickerson) Best NBA career? Jason Terry coming off the bench as a 6th man Arizona alumni doing great things Steve Kerr Andre Iguodala Luke Walton Harvey Mason Josh Pastner You now get to observe Coach Sean Miller fairly close up by virtue of your radio announcing. What stands out to you about how he operates and leads his team? Tough to take over a legendary coach Pressure on new coach to put his stamp on the program and make it his Coach Miller doesn't do that Respectful of the past Uses it to his advantage in recruiting Not afraid of it Embrace it – isn't that why you wanted to work with that organization to begin with?! Meticulous prior to any situation (practice; speech; halftime talk) Nothing off the cuff Prepares for every word Example – 2011 (5) Arizona v. (1) Duke in the NCAA Tournament Sweet 16 Arizona blows Duke out to go to Elite 8 On the way to the locker room; he stops and collects himself for about 30 seconds to prepare for the postgame speech We haven't arrived yet; there's a bigger purpose Celebrate this moment, but move ahead You can be prepared and be authentic at the same time What was the greatest challenge you faced when transitioning out of university/athletics life to the corporate world? When you're on campus working with student-athletes, there is an energy that comes from working with young people pursuing their dreams In the corporate world you have to create that People are sometimes there just to collect a check, not wanting to get better Range of people from entry level to near/at retirement Goals in athletics were pretty easy to come up with; not as easy in the corporate world Overseeing 50+ people changes things; responding to the daily demands/requests on your time Good advice – find time to work on the business rather than in the business 5 year plans Staffing/personnel Infrastructure Business relationships Open door policy not always the best way; you'll always be in the business rather than on it As leaders we all make mistakes. Can you recall a leadership mistake you have made, and what you learned from it? Bon Voyage Introduced new ways to do things to employees Didn't do it the best way Need to show your team why it will benefit them Not just the value to the company Still something he has to consciously think about when making changes What advice do you have for young professionals who are striving to be better leaders or maybe even trying to get that first opportunity to lead? Just attended a conference with some of the best travel agents in the country Speaker talked about the generations What is one piece of advice for a millennial on their first day of work? Be on time – shows the person you're meeting that you care Make yourself invaluable Started for him as camp counselor at Arizona Determined to be the best counselor; to go above and beyond Other duties NOT ASSIGNED; rather than other duties as assigned Can't be easily replaced; need three people to replace him Don't ask team to do things you aren't willing to do (clean break rooms; more chairs; document What habits have been key to your success? When he's home from work, the cell phone is off until the kids go to bed (between 6pm and 8 or 8:30pm Recharges batteries Have passions outside of work, and make commitment to them 6pm-8pm emails can wait and be resolved at 8pm, almost always Jim Rosborough quote: “If you make yourself completely accessible, you end up being inaccessible to the people that you care about.” Best travel destinations To unplug and getaway – Tahiti Hawaii of 50 years ago Oasis For history - China Great Wall Forbidden City Xi'an – Terracotta Warriors (spelling?) Where can people go to learn more about you or Bon Voyage Travel? Bvtravel.com Tunein radio; Arizona basketball for all the games @uaryno Thank Yous/Acknowledgements: Antioch Live/Clear Day Media Group – music More here. Jonathan Davis – production Clint Musslewhite – voice over

Wed, 14 Sep 2016 05:48:20 +0000 https://abenteuerhomeoffice.podigee.io/1-gordon-schonwalder-im-interview-so-kommt-leichtigkeit-in-deine-projekte-p009 2df04d8213699c51e6530cb2f2716040 [P009] Gordon Schönwälder im Interview: So kommt Leichtigkeit in deine Projekte Wie leicht und schnell setzt du Projekte um? Projekte umzusetzen ist bei mir nicht immer easy-peasy, das muss ich gestehen … Umso spannender finde ich es, wenn ich andere KollegInnen beobachte, wie sie – scheinbar – mit Leichtigkeit und Elan Projekt nach Projekt auf die Beine stellen und dann auch noch erfolgreich abschließen … Einen dieser Kollegen habe ich sehr spontan zu einem Interview gebeten, nämlich Gordon Schönwälder von den Podcast-Helden. Die Shownotes findest du unter http://abenteuerhomeoffice.at/009 Diese Episode unterbricht zwar jetzt die Einsteiger-Serie im Podcast, aber passt sehr gut zur letzten Folge, in der es darum ging, wie du Ideen sammelst, dich für eine entscheidest und dann auf die Straße bringst. In dieser Episode erfährst du: Wie Gordon prinzipiell mit Ideen und der Projekt-Planung umgeht, welches seine Lieblings-Tools sind, was Trennungsschmerz im Zusammenhang mit Projekten bedeutet und was er tut, wenn’s dann doch einmal zu viel wird. Fazit Manchmal ist die Zeit auch noch nicht reif für ein Projekt - dann darf es ruhig warten, bis es so weit ist. Ganz ohne Vorwürfe oder Versagens-Gefühle! Und bleib' neugierig! Die Shownotes findest du unter http://abenteuerhomeoffice.at/009   https://images.podigee.com/0x,svc6yFEeZiBDRzBzlqOmuRpDEsLpeg2h0eruarPuQwDc=/https://cdn.podigee.com/uploads/u7980/ee634f21-003b-4445-a95b-edb68f14c0bb.png Gordon Schönwälder im Interview: So kommt Leichtigkeit in deine Projekte [P009] https://abenteuerhomeoffice.podigee.io/1-gordon-schonwalder-im-interview-so-kommt-leichtigkeit-in-deine-projekte-p009 1 full [P009] Gordon Schönwälder im Interview: So kommt Leichtigkeit in deine Projekte no Claudia Kauscheder - Trainerin | Coach | Sidepreneuer - Für dich da